5 Questions to Consider When Selecting a Language Training Vendor

  • By Cindy Riding
  • 09 Aug, 2017
An experienced HR Consultant will prioritize the company’s specific needs and goals when considering a language training vendor. As an HR Training Professional, I believe a needs assessment in collaboration with the vendor, will result in an impactful customized program. A collaborative relationship is key to ensuring the program delivers results. For the past six years, I have maintained a firm commitment to the development and coordination of Customized Live Online Language programs.

What Should You Consider?

  1. Does the training vendor customize the learning content?

    Customization is key for keeping learners motivated and engaged. Learners are engaged when the content is relevant to them. Their “real-life” situations should be implemented. Sadly, generic, one-size-fits-all curriculum, and non-specific role plays are still common practices in many training organizations.

    When vocabulary, terminology, topics, interactions, and discussions are specific to the participants’ day-to-day activities, they gain the confidence to start applying the learning directly to their role. 

  2. Do they conduct a Needs Analysis?

    A thorough needs analysis should be conducted. This helps the program coordinator and instructor design the course content. It is important to understand the participants’ communication functions, oral and written tasks, types of emails, correspondence, presentations, specific objectives and expectations.

    A good needs analysis is like priming a wall before painting. The preparation takes more time, but it is key for getting results, and seeing a return on investment.

  3. Do they have a good formula for the pre- and post-training component?

    The class time is not enough. Preparing for an upcoming class, and reviewing after each class is critical for learning and for reinforcing the content. This helps the participants’ progress.

    To be effective, the materials and resources for anchoring the learning should meet the needs of different learning styles (visual, auditory and kinesthetic). Resources should include MP3 audio files, podcasts, videos, info-graphics, articles, role-play simulations, etc.

  4. Do they measure progress? How often? 

    Do they use an effective evaluation model for measuring progress? Do they evaluate progress mid-way and at the end of the course OR only after the last class?

    It is important to measure progress over time. After all, you don’t want to spend time or money on training that doesn’t provide a good return. The true value a training provider delivers does not reside in how great their training is, but rather in how great the results are.

  5. Do they provide references?

    To ensure a return on investment, ask for referral letters, student surveys, testimonials and recommendations. A high quality training vendor should have a reputation for excellence!

Addressing these five questions will help in the selection of a language training provider who will accommodate your employees' needs and schedule and will contribute to their overall success.

If you have any questions, do not hesitate to contact me
Cindy Riding, CR SL Virtual Inc., criding@crslvirtual.com


By Cindy Riding 09 Aug, 2017
An experienced HR Consultant will prioritize the company’s specific needs and goals when considering a language training vendor. As an HR Training Professional, I believe a needs assessment in collaboration with the vendor, will result in an impactful customized program. A collaborative relationship is key to ensuring the program delivers results. For the past six years, I have maintained a firm commitment to the development and coordination of Customized Live Online Language programs.

What Should You Consider?

  1. Does the training vendor customize the learning content?

    Customization is key for keeping learners motivated and engaged. Learners are engaged when the content is relevant to them. Their “real-life” situations should be implemented. Sadly, generic, one-size-fits-all curriculum, and non-specific role plays are still common practices in many training organizations.

    When vocabulary, terminology, topics, interactions, and discussions are specific to the participants’ day-to-day activities, they gain the confidence to start applying the learning directly to their role. 

  2. Do they conduct a Needs Analysis?

    A thorough needs analysis should be conducted. This helps the program coordinator and instructor design the course content. It is important to understand the participants’ communication functions, oral and written tasks, types of emails, correspondence, presentations, specific objectives and expectations.

    A good needs analysis is like priming a wall before painting. The preparation takes more time, but it is key for getting results, and seeing a return on investment.

  3. Do they have a good formula for the pre- and post-training component?

    The class time is not enough. Preparing for an upcoming class, and reviewing after each class is critical for learning and for reinforcing the content. This helps the participants’ progress.

    To be effective, the materials and resources for anchoring the learning should meet the needs of different learning styles (visual, auditory and kinesthetic). Resources should include MP3 audio files, podcasts, videos, info-graphics, articles, role-play simulations, etc.

  4. Do they measure progress? How often? 

    Do they use an effective evaluation model for measuring progress? Do they evaluate progress mid-way and at the end of the course OR only after the last class?

    It is important to measure progress over time. After all, you don’t want to spend time or money on training that doesn’t provide a good return. The true value a training provider delivers does not reside in how great their training is, but rather in how great the results are.

  5. Do they provide references?

    To ensure a return on investment, ask for referral letters, student surveys, testimonials and recommendations. A high quality training vendor should have a reputation for excellence!

Addressing these five questions will help in the selection of a language training provider who will accommodate your employees' needs and schedule and will contribute to their overall success.

If you have any questions, do not hesitate to contact me
Cindy Riding, CR SL Virtual Inc., criding@crslvirtual.com


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